Contingent Workforce

FordHarrison has extensive experience representing both consumers and providers of contingent workers, including PEOs and staffing companies.

For both providers and clients of contingent worker services, laws impacting the proper classifications of workers, and which entities should be held responsible for compliance with worker rights are complex. Federal and state employment laws have differing methods for determining whether a joint employment or co-employment relationship exists. This is especially difficult for multi-state employers, PEOs and staffing companies.

FordHarrison's Contingent Workforce Practice Group has extensive legal experience in all aspects of these relationships representing both consumers and providers of contingent workers, including the following services:

Comprehensive Employment Law and Compliance Advice and Planning to Employers: includes advice on all state and federal laws affecting employers; wage and hour audits, advice and planning; overtime claims, employee management; defense of all employment law claims and regulatory actions, including claims of discrimination, workplace misconduct and wage and hour claims; workforce reductions; use and management of contingent workforce; employment policy development; discrimination and sexual harassment awareness and training.

Workplace Misconduct Defense: includes responding to charges, demands, complaints, inquiries and demands of governmental agencies such as the EEOC, Department of Labor, and state agencies.

Contract Drafting, Review and Negotiations.

Regulatory Defense: the firm regularly represents employers against regulatory audits, assessments, complaints, and charges brought by state and federal agencies, including the EEOC and state counterparts, the federal Department of Labor, Department of Homeland Security (formerly INS), and state unemployment agencies.